Author: Harry W. Brown Publisher: ISBN: Category : Languages : en Pages : 27
Book Description
The fundamental problem with Army's management of its civilian manpower involves the current organizational system in which control is fragmented and vertical and where decision-making authority is highly centralized. These critical parameters cause inefficiency in timely shifting of the civilian workforce from lower to higher priority functions; and the magnitude of conflicting management rules cause unreasonable coordination requirements which cannot be sustained. These detrimental aspects of the current system smother management creativity at the operating level and result in excessively high civilian salary costs. A recent test has proven that decentralization of civilian manpower management to the installation level can, with nominal constraints, cause more effective utilization of the workforce and result in significant manpower and dollar savings. Whether the lethargy and defeatism caused by parochial self-interests inherent in the present system can be overcome, remains to be seen. Something must be done if civilian personnel costs are not to overwhelm us.
Author: United States. Congress. House. Committee on Post Office and Civil Service. Subcommittee on Manpower Utilization Publisher: ISBN: Category : Civil service Languages : en Pages : 22
Author: U S Government Accountability Office (G Publisher: BiblioGov ISBN: 9781289025564 Category : Languages : en Pages : 80
Book Description
Volume 1 of this report addresses the effect of service staffing policies and practices on the qualifications of defense manpower and personnel managers; both military officers and civilians. Needed improvements in defense management of the manpower and personnel functions have been pointed out in many past GAO reports. In addition, recent passage of the Civil Service Reform Act delegates more personnel management responsibility to the Department. Volume 2 of the report consists of appendixes dealing with: (1) the objectives and results of a questionnaire on manpower development; (2) perceptions of training value; (3) professional activities; and (4) special analyses of organizational effectiveness and training strengths and weaknessess. Varying service practices in many cases preclude the development of manpower and personnel management expertise, while, at the same time, those managers having such qualifications are not always rewarded for them by their organizations. Department of Defense (DOD) manpower and personnel organizations should be staffed with knowledgeable and experienced officers who are allowed to stay in one assignment for an appropriate time. When career management systems are successful, both the organization and the individual benefit.
Author: United States. General Accounting Office Publisher: ISBN: Category : United States Languages : en Pages :
Book Description
Volume 1 of this report addresses the effect of service staffing policies and practices on the qualifications of defense manpower and personnel managers; both military officers and civilians. Needed improvements in defense management of the manpower and personnel functions have been pointed out in many past GAO reports. In addition, recent passage of the Civil Service Reform Act delegates more personnel management responsibility to the Department. Volume 2 of the report consists of appendixes dealing with: (1) the objectives and results of a questionnaire on manpower development; (2) perceptions of training value; (3) professional activities; and (4) special analyses of organizational effectiveness and training strengths and weaknessess. Varying service practices in many cases preclude the development of manpower and personnel management expertise, while, at the same time, those managers having such qualifications are not always rewarded for them by their organizations. Department of Defense (DOD) manpower and personnel organizations should be staffed with knowledgeable and experienced officers who are allowed to stay in one assignment for an appropriate time. When career management systems are successful, both the organization and the individual benefit.
Author: Susan M. Gates Publisher: Rand Corporation ISBN: 0833039016 Category : Business & Economics Languages : en Pages : 167
Book Description
In response to more than a decade of downsizing and restructuring, the Department of Defense (DoD) is engaged in a human-resources strategic planning effort to address resulting imbalances in both skills and experience levels in many parts of DoD. The current human-resources strategic plan addresses the need to provide management systems and tools to support total workforce planning and informed decisionmaking (U.S. Department of Defense, 2003b). Attention to Department-wide civilian workforce planning stems in part from the President's Management Agenda of 2001 and the continuing assessments of Department-level progress on workforce planning. DoD civilian workforce-planning efforts are complicated and, at the same time, made more important by the implementation of the National Security Personnel System (NSPS), slated to begin in 2006. The NSPS will replace the traditional federal civil service personnel management system within DoD, providing DoD managers with more management flexibility.
Author: Harry W. Brown
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Author: United States. Navy Department
Author: United States. Congress. House. Committee on Post Office and Civil Service. Subcommittee on Manpower Utilization
Author: United States. Congress. House. Committee on the Civil Service
Author: U S Government Accountability Office (G
Author: United States. General Accounting Office
Author: Susan M. Gates